High-Wage LMIA in Canada: Employer Guide to Hiring Temporary Foreign Workers (2026).

A high-wage LMIA allows Canadian employers to hire temporary foreign workers for positions where the offered wage meets or exceeds the provincial or territorial wage threshold under the Temporary Foreign Worker Program (TFWP). This stream of the LMIA process exists to fill high-wage positions when no qualified Canadian workers or permanent residents are available. With a positive LMIA, the foreign worker can apply for an employer-specific work permit for an employment duration of up to three years — and, with employer support, may pursue permanent residence through Express Entry or a Provincial Nominee Program.

The program may appear intimidating at first, but with enough resources and proper guidelines, it can be used as a reliable solution to address labour shortages.

At Sobirovs Law Firm, we ensure that retaining skilled international talent is easy and hassle-free, allowing your business to grow despite the labour shortages. Schedule a consultation today!

Definition of High-Wage LMIA Workers

High-wage LMIA workers are foreign nationals employed in positions where the offered wage meets or exceeds the provincial or territorial wage threshold. Since November 8, 2024, this threshold is set at the median hourly wage for the province or territory plus 20%. Any position paying below this threshold falls under the low-wage stream, which carries additional restrictions including caps on the proportion of temporary foreign workers at each worksite.

A positive LMIA is essential as it confirms the need for a foreign worker due to the unavailability of Canadian citizens or permanent residents for the job.

High-wage LMIA workers can be from any country, but they need to have relevant experience based on the job description, be able to speak in English or French, be in good health, and have a clean criminal record.

The Canadian company has full flexibility in hiring foreign workers in any occupation without any limitations on how many foreign workers they can bring in a single year.

What is the Prevailing Wage for High-Wage LMIA Workers?

The wage identified as the threshold for the high-wage stream is based on two separate benchmarks that employers must meet simultaneously.

• First, the provincial or territorial wage threshold determines which LMIA stream applies — high-wage or low-wage. Since November 2024, a position qualifies as high-wage only if the offered wage is at or above the median wage for the province or territory plus 20%.
• Second, the employer must also pay at least the median prevailing wage for the specific occupation and geographic location, as published on the Job Bank. This occupation-specific national wage floor ensures the foreign worker receives compensation consistent with what Canadian workers earn in the same job and region. Employers should check the Job Bank’s wage data annually, as prevailing wages are updated each fall.

For High-wage LMIA applications, there are 2 prevailing wage brackets to consider:

1. Provincial or territorial wage threshold: a wage benchmark set at the median hourly wage plus 20% for each province and territory. This threshold determines whether the LMIA application is processed under the high-wage stream or the low-wage stream. Workers offered a wage at or above this threshold are classified as high-wage; those below it fall under the low-wage stream, which has additional restrictions. As a reminder, workers who are paid above the provincial prevailing wage are considered to be High-wage.
2. Occupation prevailing wage: a wage specific to the occupation and geographic location of work, published on the Job Bank. Employers use the Job Bank’s trend analysis tool to look up the median hourly wage for their specific National Occupational Classification (NOC) code and work location. The foreign worker must be offered and paid at least this median wage — and the employer must review and update this wage annually using the Job Bank data published each November. If the prevailing wage increases, the employer must raise the worker’s pay accordingly. The wage can never fall below the amount identified in the positive LMIA. As a reminder, you must look at the median wage to understand the minimum wage that must be offered and paid to the High-wage worker.

What Is a Transition Plan and When Is It Required?

A transition plan is a mandatory component of every high-wage LMIA application. It describes the activities the employer agrees to undertake to recruit, retain, and train Canadians and permanent residents and to reduce reliance on the Temporary Foreign Worker Program over time.  The transition plan must remain valid for the full employment duration of the temporary foreign worker. If the employer has previously submitted a transition plan for the same position at the same work location, the new LMIA application must report on the results of the commitments made in the earlier plan. ESDC uses this to assess whether the employer followed through.  Common transition plan activities include: investing in training programs to develop skilled workers already in Canada, partnering with educational institutions, increasing recruitment and advertising efforts targeting Canadian workers, and supporting the foreign worker’s application for permanent residence.

Transition Plan Exemptions

The transition plan requirement does not apply to:

• In-home caregiver and foreign caregiver positions under specified NOC codes for private household employers
• Health care provider positions at health care institutions
• Positions under the Seasonal Agricultural Worker Program (SAWP) and the agricultural stream
• Specialized occupations qualifying for Quebec’s facilitated LMIA process (first request only for the same job at the same work location)
• Positions where the job is time-limited in nature and there is no reasonable expectation the role could be filled by a Canadian.

For a detailed breakdown of transition plan strategies, book a Strategy Meeting with out senior lawyers.

High-Wage Labour Market Impact Assessment Requirements

General requirements for High-wage LMIA applications ask for:

• A completed application form, including transition plan activities

• Proof of recruitment and a detailed summary of recruitment efforts

• Business legitimacy documents such as T2 Schedule 100 and 125, a business license, T4 Summary of Remuneration paid and the most recent PD7A slip

• Payment of the LMIA application processing fee of CAD $1,000 per position requested. This processing fee cannot be charged to or recovered from the temporary foreign worker. Refunds are only issued if the fee was collected in error — a withdrawn, cancelled, or negative LMIA decision does not qualify for a refund. Certain processing fee exemptions exist for positions requested in support of a foreign worker’s permanent residence application where no work permit is being sought.

Canadian Employer Recruitment Efforts Requirements

Any Canadian company that applies for a High-wage LMIA will be assessed to confirm that:

• It is a legitimate, actively operating Canadian business that provides a product or service in Canada. ESDC assesses business legitimacy through documents such as the T2 Schedule 100/125, T4 Summary, business licences, and the most recent PD7A remittance. Employers must demonstrate they have made reasonable efforts to hire Canadian workers and permanent residents before turning to the Temporary Foreign Worker Program. The employer’s job advertisement must have run on the Job Bank and through at least two additional recruitment methods for a minimum of four consecutive weeks within the three months before submission. Each advertising method must target audiences with the appropriate education, experience, and skill level for the position.

• It offers employment that’s consistent with the reasonable needs of the business – meaning that the position that is being requested with the High-wage LMIA application aligns with the business’s needs.

• It can fulfil all terms of the job offer – meaning the Canadian company has the financial ability to pay the foreign worker’s salary and provide a workspace safe from abuse.

• It has no compliance issues and is not on the list of ineligible employers.

Employment and Social Development Canada (ESDC) oversees the LMIA application process and ensures compliance with all requirements.

Canadian companies in British Columbia, Saskatchewan, Nova Scotia or Manitoba must also obtain a provincial employer registration certificate that provides additional authorization to hire foreign workers. This certificate must be obtained before a High-wage LMIA application can be submitted.

Canadian companies outside those provinces can submit a direct High-wage LMIA application without obtaining additional certificates.

Learn all about Canada’s Global Talent Stream.

Foreign Worker Requirements

Unlike the low-wage stream — where employers face a cap on the proportion of temporary foreign workers at each worksite — the high-wage stream does not impose a cap on the number of foreign workers an employer can hire. This is one of the key advantages of high-wage LMIA applications for employers filling high-wage positions in Canada’s labour market.

In addition, there are no limits on what countries can be considered for hiring high-wage foreign workers.

Otherwise, the general requirements for the foreign workers are as follows:

• Must have relevant education, matching work experience, and additional professional certifications, if applicable

• Be able to speak in English or French to perform their job duties

• Be admissible to Canada under the Immigration and Refugee Protection Act (IRPA), meaning the foreign national has no criminal inadmissibility, security concerns, or health-related inadmissibility. A medical certificate may be required depending on the worker’s country of residence and the nature of the position.

Find out about viable Canada Tech Visa options.

Processing Time for High-Wage LMIA Applications

Based on our experience, the LMIA processing time for High-wage LMIA applications ranges between 8 to 12 weeks after the application has been submitted. This doesn’t include the mandatory 4-week recruitment period that takes place before the application can be submitted.

The typical LMIA processing time can vary based on job streams and other factors, making it important for employers to understand these timelines.

Service Canada often updates their statistics on average LMIA processing times based on the actual number of applications.

Application Process for High-Wage LMIA Workers

The LMIA process involves several steps that employers must follow to successfully hire foreign workers.

The process for High-wage LMIA workers can look something like this:

1. Identify the foreign worker who needs High-wage LMIA

2. Initiate the recruitment period, which must run for at least 4 weeks before the LMIA application can be submitted

3. During the recruitment period, use the time to prepare the application by initializing it on the online portal and collecting relevant documents

4. During the third week of advertisements, start reviewing applicants. You must consider applicants who are Canadian citizens, permanent residents, or hold a valid work permit as an asylum seeker

5. If the recruitment efforts were unfruitful and you were not able to identify a worker after the 4 weeks, then you can go ahead with submitting the LMIA application

6. Once the LMIA application is submitted, ESDC will reach out to make the application fee payment

7. ESDC officers may reach out to schedule an interview, or they may ask for additional information or documents before finalizing the application

8. Once the officer is satisfied, a final decision will be issued and the foreign worker will be able to apply for a work permit with the LMIA approval letter

Employer Compliance

Every Canadian company that applies for an LMIA will be subject to employer compliance. Employer compliance is a set of rules and guidelines set by ESDC and IRCC that serve to protect and regulate the employment of foreign workers.

Overall, ESDC will look at the following conditions in the context of compliance:

• Complying with all federal, provincial, and/or territorial laws that regulate employment and recruiting.

• The foreign worker obtains a signed offer letter on the first day of work (or earlier) that clearly outlines all relevant details associated with their employment, such as job title, duties, salary, work location, and benefits.

• All relevant records concerning the High-wage LMIA application are kept for 6 years.

  • This includes recruitment records, communication threads with the applicant, communication records with any third party involved in this process, the submitted application, expenses, communication threads with the ESDC officer, a copy of the final decision letter, and anything else that is relevant.

• Commitment to executing the activities that were agreed on in the transition plan.

• Informing ESDC of any changes to the foreign worker’s employment conditions.

• Providing a safe working environment to the foreign worker that is free of abuse and has proper safety measures depending on the industry standards.

• Maintain the same employment conditions set out in the High-wage LMIA application and the signed offer letter.

• The company remains engaged in the same business for the duration of the foreign worker’s work permit.

  • For example, if the business gets acquired or re-branded, the foreign worker may need a new LMIA to accurately reflect employment records.

• The fees associated with recruitment and bringing the foreign worker to Canada are not recovered, directly or indirectly, from the foreign worker.

• Signed Employment Agreement
  • Although a copy of the employment contract is not required at the time of LMIA submission, the employer must provide a completed and signed employment agreement to the foreign worker on or before their first day of work. The signed employment agreement must include the same occupation, guaranteed wages, and working conditions set out in the LMIA offer of employment. It must be drafted in the foreign worker’s preferred official language (English or French) and signed by both parties.
• Private Health Insurance
  • In applicable provinces and territories, the employer must obtain and pay for private health insurance that covers emergency medical care for any period during which the temporary foreign worker is not covered by the provincial or territorial health insurance plan. This typically covers the waiting period before provincial health coverage takes effect.
• Recruitment Fees and Cost Recovery
  • The employer must confirm that neither the employer nor any third party recruiting on their behalf charges or recovers recruitment fees from the temporary foreign worker — directly or indirectly. Failure to comply results in a negative LMIA decision. Employers also cannot recover the LMIA processing fee or the cost of a paid third-party representative from the foreign worker.
• Workplace Safety
  • The employer must provide a workplace that meets all applicable federal, provincial, or territorial workplace safety standards and is free from abuse. ESDC and IRCC conduct compliance inspections, and employers found non-compliant face consequences ranging from warning letters to administrative monetary penalties of up to $100,000 per violation (to a maximum of $1,000,000 per year) and permanent bans from the TFWP.

High-Wage LMIA vs. Low-Wage LMIA: Key Differences

The Temporary Foreign Worker Program divides LMIA applications into two streams based on the wage offered relative to the provincial or territorial wage threshold:

1. High-wage stream: The offered wage is at or above the median hourly wage plus 20% for the province or territory. No cap on the proportion of foreign workers. Transition plan required. Employment duration up to three years. Employer must pay at least the occupation-specific prevailing wage.
2. Low-wage stream: The offered wage is below the threshold. A 10% cap applies on the number of low-wage positions filled by temporary foreign workers at each worksite (20% in select sectors). ESDC will not process low-wage LMIA applications in census metropolitan areas with an unemployment rate at or above 6%. Employment duration limited to one year for most low-wage positions.

For employers deciding between the two streams, the high-wage stream offers more flexibility in employment duration, no workforce caps, and access to the same job in any region regardless of local unemployment rates. However, it requires a higher wage commitment and a transition plan.

In some cases, employers in restricted regions can reclassify a position from low-wage to high-wage by increasing the offered salary to meet the threshold.  This distinction also matters for the foreign worker’s pathway to permanent residence. A high-wage LMIA-supported job offer can provide additional points in the Express Entry system and may support Provincial Nominee Program applications.

Frequently Asked Questions About High-wage LMIA

Below, you will find answers to our most commonly asked questions about hiring High-wage LMIA foreign workers:

Is it difficult to get a High-wage LMIA approved?

When a High-wage LMIA is prepared properly from the very beginning (the recruitment period), and the business is a legitimate operational business in Canada, it is not difficult to get this application approved.

What is the prevailing wage for High-wage LMIA?

There are two wage benchmarks to understand. The provincial or territorial wage threshold (median hourly wage + 20%) determines whether the position qualifies as high-wage or low-wage. Separately, the occupation-specific median wage — found on the Job Bank trend analysis tool — sets the minimum the foreign worker must be paid. Both must be met for a compliant high-wage LMIA application.

What job positions are eligible for High-wage LMIA?

As long as the offered wage is above the provincial prevailing wage, almost any job position can be eligible for a High-wage LMIA. Generally speaking, white-collar and high-skilled managerial positions fall under High-wage LMIA. However, depending on the job description, administrative roles could be considered under High-wage LMIA.

What salary do I need to offer to foreign workers with High-wage LMIA?

As a minimum, the foreign worker must be offered a prevailing wage for their occupation depending on the geographical location of their employment. If you have additional requirements for the role that are not considered standard, you must offer a higher rate.

What happens if the position is part of the union?

If the position is part of the union, then the same conditions that extend to unionized workers must apply to foreign workers. It is also important to keep ESDC updated if there will be a salary increase for the foreign worker.

How long does it take to obtain a High-wage LMIA?

High-wage LMIA works in two important milestones:

1. 4-week recruitment period

2. 8~12 weeks application processing period

Is there a fee for a High-wage LMIA application?

There is a mandatory filing fee of CAD 1,000 per position in a High-wage LMIA application. If you are planning to use the services of immigration lawyers, you can expect an additional service fee depending on what services you will require.

What are the requirements to get a High-wage LMIA?

First and foremost, the Canadian company must be active and operational with enough resources to support the foreign worker’s salary.

Second, the Canadian company must not be on the list of ineligible employers.

Third, prepare the advertisements to meet ESDC’s program requirements and run a 4-week recruitment period.

And last, submit an accurate and honest application using the LMIA online portal with supporting documents.

Can I apply for multiple High-wage LMIAs?

Yes – there is no limit to how many High-wage LMIA applications you can submit. You can also submit 1 high-wage LMIA application requesting multiple positions. This can work only if you request identical positions in relation to the title, job duties, salary and job location.

Are there any restrictions on the duration of employment for high-wage LMIA positions?

Yes – the high-wage stream allows an employment duration of up to three years. However, if the employer submits a dual-intent LMIA to support the foreign worker’s permanent residence and the job is time-limited in nature, the employment duration may range from one day to a maximum of two years. The appropriate duration depends on the nature of the position and whether a transition plan exemption applies.

Can I extend a High-wage LMIA?

While you can’t extend a High-wage LMIA, you can submit a new High-wage LMIA to extend the employment period of the foreign worker. Please be mindful that the foreign worker will require a new work permit in association with a new High-wage LMIA.

Is it mandatory to advertise the position before applying for a High-wage LMIA?

Yes, it is a mandatory and important milestone for High-wage LMIA applications. Improper advertisements and recruitment efforts are some of the most common reasons for High-wage LMIA refusal.

What happens if I find a suitable applicant during the advertisement period?

You must interview them for the position and identify whether this applicant is a perfect match. Remember that a suitable applicant must be a Canadian citizen, a Canadian permanent resident, or an asylum seeker with a valid open work permit.

If the candidate is a perfect match and accepts your job offer, then it doesn’t make sense to proceed with the LMIA application unless you have a rationale behind why you still need the foreign worker to be in Canada.

What are my obligations as an employer under High-wage LMIA?

Generally speaking, as an employer, you must ensure that all conditions set out in the High-wage LMIA application and signed job offer letter remain the same throughout the foreign worker’s employment. For more details, please see our section above on employer compliance.

What are the consequences of non-compliance with High-wage LMIA regulations?

Non-compliance consequences are scaled to severity. ESDC may issue a warning letter for minor first-time issues. For more serious violations, the employer faces an administrative monetary penalty of up to $100,000 per violation, to a maximum of $1,000,000 per year. The most serious violations — such as abuse of a foreign worker or persistent non-compliance — can result in a permanent ban from the Temporary Foreign Worker Program. Employers can also be added to the publicly available list of ineligible employers, which is published by IRCC and ESDC. Complete employment records must be maintained for six years, as ESDC may conduct inspections at any time during or after the LMIA’s validity period.

What is a transition plan and do I need one for a high-wage LMIA?

Yes — a transition plan is mandatory for all high-wage LMIA applications. It outlines the steps you will take to recruit, retain, and train Canadians and permanent residents so your business reduces its reliance on the Temporary Foreign Worker Program. Exemptions apply to in-home caregiver positions, agricultural stream roles, and certain Quebec facilitated LMIA occupations.

Does the high-wage LMIA stream have a cap on foreign workers?

No. Unlike the low-wage stream, which limits the proportion of temporary foreign workers at each worksite to 10% (or 20% in certain sectors), the high-wage stream has no cap. Employers can submit high-wage LMIA applications for multiple positions without hitting a workforce ratio restriction.

What is the difference between performance pay and guaranteed wages in a high-wage LMIA?

The offered wage in a high-wage LMIA must be a guaranteed wage — not contingent on performance pay, tips, commissions, or bonuses. The guaranteed wages must meet or exceed both the provincial or territorial wage threshold and the occupation-specific prevailing wage. Any performance pay offered on top of the base wage is permitted but cannot replace the minimum guaranteed amount.

Do I need to pay for the foreign worker’s health insurance?

In applicable provinces and territories, the employer must obtain and pay for private health insurance that covers emergency medical care during any waiting period before the foreign worker becomes eligible for provincial or territorial health coverage. The cost cannot be recovered from the worker.

Can I use the Job Bank’s Job Match service to find candidates before applying for a high-wage LMIA?

Yes. Advertising on the Job Bank is mandatory for all LMIA applications. The Job Bank also offers a Job Match service that connects employers with candidates whose profiles align with the posted position. Using Job Match and Direct Apply features demonstrates that the employer made reasonable efforts to recruit Canadian workers before seeking a temporary foreign worker.

What happens if the foreign worker’s gross annual income changes during their employment?

The employer must pay at least the wage specified in the positive LMIA and the signed employment agreement throughout the employment period. If the prevailing wage for the occupation increases (updated annually on the Job Bank), the employer must raise the worker’s pay accordingly. The wage can never fall below the amount in the original LMIA. The employer should review the worker’s gross annual income against updated Job Bank data each year.

Can a foreign worker apply for permanent residency based on a High-wage LMIA?

A High-wage LMIA can help foreign workers increase their chances for permanent residency. However, each case is very individual when it comes to permanent residence. As such, we recommend contacting an immigration lawyer to assess the foreign worker’s chances for permanent residency.

Do I need to keep the foreign worker for the entire duration of their work permit?

Not necessarily – if the foreign worker fails to meet the responsibilities and duties associated with their job, you can let them go following internal proceedings and ensuring they meet the employment standards of the region or province. As an employer, you are not responsible for maintaining the foreign worker’s employment for the entire duration if they fail to meet job requirements and become a liability.

Are there any alternatives to a High-wage LMIA for hiring foreign workers?

Yes, there is a wide variety of options for Canadian employers to bring foreign workers into Canada without using the High-wage LMIA. Get in touch with us today and learn about the different options available for you!

About the Author

Rakhmad Sobirov is the Managing Lawyer and Founder of Sobirovs Law Firm, a boutique Canadian business immigration practice established in 2012. With over 13 years of experience advising employers and entrepreneurs on Canadian immigration pathways — including high-wage LMIA applications, the Temporary Foreign Worker Program, intra-company transfers, and Provincial Nominee Programs — Rakhmad and his team have filed over 250 applications across six continents in 2024 alone. The firm is recognized by Chambers & Partners and The Legal 500 for its work in Canadian business immigration law.

This article was last reviewed and updated on April 16, 2026, to reflect the current ESDC program requirements for high-wage LMIA applications, including the November 2024 wage threshold increase and 2026 Temporary Foreign Worker Program policy changes.

Updated: April 16, 2026